Anay Gupta

Finance is competitive. It’s intense. But it can also feel intimidating.

Talent is everywhere in this university. Confidence and access aren’t.

I’m running for Head of Diversity & Inclusion because D&I in Investment Soc shouldn’t just be a statement on a slide; it should be structural.

Here’s what that means:

1. Lowering the Barrier to Entry
Not everyone arrives knowing what a DCF is or how Spring Weeks work. I want to run “Finance 101” starter sessions before recruitment cycles: no jargon, no judgement, just clarity.

2. Targeted Mentorship Pipelines
Pair first-years and underrepresented members with seniors who’ve secured internships. Structured, outcome-driven mentoring: CV reviews, mock interviews, application timelines.

3. Transparent Opportunity Sharing
Centralised, easy-to-read breakdowns of deadlines, diversity programmes, scholarships, and insight days. No more “I found out too late.”

4. Honest Conversations
Panels featuring diverse voices across banking, asset management, quant, and private equity

5. Inclusive Culture at Every Event
Clear introductions, beginner-friendly Q&As, and networking formats that don’t feel like survival games.

As someone who has led large teams before, I understand that inclusion isn’t about optics — it’s about systems. If elected, I’ll focus on measurable impact: participation rates, mentorship sign-ups, and conversion into internships.

Investment Soc should feel ambitious, but never exclusive.

Vote for me if you believe diversity isn’t a checkbox; it’s a competitive advantage.

Let’s widen the table and make sure everyone who earns a seat feels like they belong.